Career Counselling & Career Development

1 A working paper on Career Counselling & Career Development Nova Scotia Career Counselling Working Group May 2016 Clarence DeSchiffart Brian Tapper Teresa Francis Juliana Wiens Nancy Blair Jenny Milligan

The Nova Scotia Career Counselling Working Group came into existence in 2013 with the goal of clearly defining/articulating a professional identity for Career Counsellors in Nova Scotia. This examination of career counselling is built on an emerging professional identity for Career Development Practitioners in Canada since the creation of the Canadian Standards and Guidelines for in 2004. Is it possible to identify specifically what trained counsellors bring to the world of career development? How do the roles and skill sets of and Career Counsellors *** overlap, and how do they differ? What is the importance of this clarity? Certainly both Career Counsellors and Career Development Practitioners can benefit from having the clearest possible understanding of the skill sets, competencies, and scope of practice of both professions. Potential Benefits of Recognizing the Distinctions of Career Development and Career Counselling Services Career development and career counselling services have become increasingly important as individuals prepare for and manage careers in an increasingly complex economy and a world that is rapidly changing. A comparison of these two professions offers a number of potential benefits for and Career Counsellors and the patrons served. These include: Spelling out what service providers need in order to offer comprehensive career services to people across the lifespan Differentiating career development and career counselling within the professions of career development, and counselling and therapy Providing a foundation for designing career development practitioner and career counsellor training Providing quality assurance to the public Recognizing and validating the diverse skill sets of and Career Counsellors working in the field Creating a common voice and vocabulary for career development and counselling Enhancing the quality and range of services offered in counselling and career development Recognizing career counselling within career development as a specialized discipline Advocating for quality career development and career counselling services Promoting accountability in service delivery *** Definitions found in Appendix B Supporting progress and consistency in educational programs in career development, as well as in graduate counselling programs specializing in career counselling 2

3 Enhancing awareness of career counselling for and for Counsellors Promoting retention within the career counselling profession. The Working Group operated from the premise that these roles are equally valuable. The goal of this document is to help people, i.e. stakeholders,, Counsellors, end users, and others to distinguish between the two roles. Starting from the perspective that career counselling fully encompasses both counselling competencies and career development competencies, the working group reviewed various guidelines and competencies to determine what was unique about career counselling specifically. If Career Development Practitioner and Counsellor are conceptualized as two overlapping circles with Career Counsellor occupying the space where the two circles join, what fills that space? Upon reflection, it is apparent that there are no aspects of career counselling that do not overlap in some way with counselling and/or career development. What is unique about career counselling is the fluidity, or dynamic interaction between these two circles. Career Counsellors have to maintain a broad view of career, cultivate therapeutic relationships with clients, and move back and forth freely between counselling frameworks and interventions that address overall well-being, and concrete career development interventions. This movement back and forth can occur at times very deliberately from appointment to appointment, but often occurs as micro-shifts that take place moment to moment within a client-therapist interaction. Broad Understanding of Career Dynamic Interaction Adapted from S&G s (Revised 2012)

4 The following chart highlights the uniqueness of each role by providing a side-by-side comparison of various topics associated with each profession. Distinctions between Career Development and Career Counselling Definition of Title Career Development Practitioner Career Development Practitioner is an umbrella term that refers to any direct service provider in the career development field. A list of such providers includes but is not limited to: career educators, career information specialists, career management consultants, rehabilitation counsellors, work development officers, employment support workers, work experience coordinators, job developers, placement coordinators, career coaches, and vocational rehabilitation workers. Career Counsellor Career Counsellors have a unique scope of practice and have specialized counselling competencies they are fully competent Career Development Practitioners and also fully competent Counsellors. Definition of Process Career development is the lifelong process of managing learning, work, leisure, and transitions in order to move toward a personally determined and evolving preferred future. Career counselling follows a process similar to career development. It adds the dimension of therapeutic awareness and skills in the relationship with a client. This therapeutic alliance attempts to assist people in creating a satisfying and meaningful life/work direction in spite of one s life and inner circumstances that impede decision making. Career counselling is used to guide learning, work, leisure, and transition decisions. It also helps manage unhealthy responses to changing work and learning environments over the lifespan.

5 Major Focus & Role advise and coach people on making career decisions, identifying and selecting education and training options to fulfil life and career goals, achieving balance between work and life, transitioning to and between careers, and finding employment. support people in developing their own career management competencies. In addition to the focus and role listed in the left column, Career Counsellors, when called upon, evaluate a person s psychological functioning and personal resources within the context of career management. They may use psychometrics, when required, to assess interests, skills, personality, and intellectual, cognitive, and affective functions. They intervene for the purpose of clarifying the person s identity in order to develop their ability to make career choices and meet career objectives. Career Counsellors support individuals in understanding the complexity of their lives. This process involves working through inner issues or external challenges to find solutions, thereby enabling individuals to make healthy life and work decisions. Education Level have a range of educational backgrounds. They may have a diploma, an undergraduate degree, or a graduate degree. Education requirements are typically set by the employer. Career Counsellors typically have, at minimum, graduate training in the humanities, e.g. M.Ed. (Counselling), M.Sc. (Psychology), Masters of Social Work. They typically have an obligation to complete continuing education / professional development on an annual basis to maintain competencies. Formal Case Supervision may have some direct supervision during their formal education, but are typically not engaged in formal supervision. Career Counsellors engage in a formal supervised counselling experience with a set number of hours when completing formal education. They may obtain formal supervision or peer case reviews as part of quality assurance while they practice.

6 Specialized Skills & Knowledge have core competencies as identified by standards of practice such as the S&G s or the NSCDA standards. Competencies include: Work with Knowledge of Career Development Theories Describe purpose of career development theories Use theories to inform practice Use information to guide discussions and decisions Use different concepts of the meaning of career Conduct Needs Assessments Determine needs Confirm goals or strategies or programs to be used Determine whether clients needs are within scope of practice Determine Interventions Design individual development plans with clients Identify life roles and responsibilities that affect career development, e.g. childcare, role in community Refer clients to programs or information providers Consult with other program and service providers Assist clients in the development of work habits Assist clients with the integration of career development within life roles, i.e. help ensure career goals align with personal responsibilities Career Counsellors have the core competencies as identified within the counselling profession, e.g. CCPA, BCIT, etc. They would also have obtained the core competencies found within the NSCDA or S&G s. As well, they have two of the specializations: Career Counselling and Assessment (S&G s Revised 2012). Counselling competencies include: Counselling Theories Explain and counsel using principles of career development and counselling theories Formal Assessments Administer and interpret Level B Psychometric assessments used in career counselling Administer psychometric assessments and adhere to strict procedures with regard to license, administration, interpretation, and storage when working with these assessments Maintain case note meeting requirements of counselling profession Assess for specific risks, including suicide, homicide, abuse, and neglect Evaluate clients psychological functioning Connect and relate career counselling assessments, interventions, and outcomes Determine Interventions Differentiate the role of the career counselling in relation to other health professions to clients and other professionals Establish a therapeutic relationship informed by theoretical frameworks

7 Develop programs to meet identified needs, e.g. career learning programs Implement Interventions Deliver career learning programs, sessions, and activities Engage colleagues and referring programs as needed Integrate knowledge of contextual and systemic factors that affect human functioning, including social, biological, and family factors Integrate knowledge of developmental transitions and challenges across the lifespan within therapeutic context Recognize and respond to pretherapy, in-session, and betweensession changes Focus on questions of identity in the context of a person s life Address inner confusion Foster clients personal and professional development and their capacity to find direction and meaning Relationship with Client focus on advising, guiding, facilitating, supporting, and establishing rapport. Career Counsellors focus on building therapeutic alliance as the basis from which to support clients. Range of services offer a wide range of services. They may assist clients to engage in self-exploration, identify skills and motivations in their lives, explore occupational options through research, make educational decisions, develop job search skills, and successfully find employment/ work. Career Counsellors mainly focus on helping people understand themselves and the complexities of life in their life circumstances. They use their therapeutic training to help individuals rise above life circumstances, which in turn helps these individuals manage change and transition. Career Counsellors may have competencies to create a therapeutic relationship but only do so in accordance with the mandate of the organization they are working for.

8 Certification might have certification through a provincial career development organization and it tends to be voluntary. Career Counsellors typically have certification with a professional association for counsellors, e.g. CCPA, NSCCT, Ordre des conseiller et conselleres d orientation du Quebec, Registered Social Worker. They have an obligation to engage in continuing education/professional development on an annual basis to maintain competencies. Career Counsellors are also likely to be members of a career development organization. Code of Ethics typically follow the ethics set by their voluntary associations (e.g. NSCDA), or by the S&G s. There may be less accountability as there is no formal accountability structure if professional associations are non-existent or voluntary. Career Counsellors have an obligation to follow the ethics of their professional associations. Eg. CCPA, NSCCT, Ordre des conseiller et conselleres d orientation du Quebec, Registered Social Worker. References: Canadian Standards & Guidelines for http://cccda.org/cccda Ordre des conseiller et conselleres d orientation du Quebec http://www.orientation.qc.ca Canadian Counselling Psychotherapy Association http://www.ccpa-accp.ca Nova Scotia College of Counselling Therapists http://nscct.ca Registered Social Worker http://www.casw-acts.ca Task Group for Counsellor Regulation in British Columbia http://www.factbc.org/wpcontent/uploads/2012/10/competency-profile_2016-06-20.pdf Nova Scotia Career Development Association http://www2.nscda.ca

9 Appendix A Timeline for Nova Scotia Career Counselling Working Group January 2015 History of this work. In the fall of 2012, Clarence DeSchiffart, Brian Tapper and Nancy Blair, all graduate-trained counsellors working in career development, met to discuss the challenges of recognizing the role of career counsellors under the career development profession. These individuals, coming from different sectors, i.e. community college, rehabilitation and vocational sector, and nonprofit employment, met on several occasions. They identified the following challenges facing this profession: The common use of the title Career Counsellor by people working in career development with training in areas other than in counselling/psychotherapy. The confusion about what specific skills and knowledge formally trained counsellors might bring to the career development profession. The awareness that fully trained counsellors might not understand the scope and depth of career development. The public s perceptions of differences between career development and career counselling. Stakeholders perceptions of differences between career development and career counselling. This group decided it would be useful to gauge interest in this professional identity issue by exploring the issue with a wider group of qualified counsellors employed in the career development field. This decision led to a half-day meeting of graduate-trained counsellors working in career development that took place on April 3, 2013. Nancy Blair, Brian Tapper, and Clarence DeSchiffart authored a paper titled Fostering a Deeper Awareness of Career Counselling in NS & Canada: An exploration of career counselling identity by career professionals with graduate training in preparation for this meeting. Participants were asked to explore questions in small groups to clarify if these issues of professional identity were worth pursuing. At end of the April 3 rd meeting, 17 career counsellors expressed interest in continuing this discussion and they developed a number of objectives. A working group was formed to try and express clarity regarding the issues mentioned above.

10 The Nova Scotia Career Counselling Working Group consisted of Nancy Blair, Clarence DeSchiffart, Mary Ann Fisher, Paula Mackay, Jenny Milligan, Brian Tapper, and Juliana Wiens. Teresa Francis joined the working group at a later point and Mary Ann and Paula left the committee but remained as consultants. The mandate of this working group was to define and articulate a professional identity for Career Counsellors in Nova Scotia and to possibly contribute this paper to a Canada wide discussion. This working group met every two to three months to grapple with questions identified in the April 3 rd, 2013 meeting. An environmental scan was conducted and drew on the work done on this issue nationally and internationally (see references). In July 2013, Nancy Blair wrote a piece for the CCPA Career Counselling Chapter Blog about the work of the working group and asked for input. This piece was later picked up by the CERIC newsletter. The working group continued meeting, slowly crafting a working paper. In the spring of 2014, the group sent a draft of the working paper to a number of professionals in Canada for feedback and suggestions. Their feedback was valuable and contributed significantly to the process of expanding and focusing the working paper. In fall 2014, another draft of the document was sent to all those who had participated in the April 3 rd 2013 meeting. Response to the working document was extremely positive and the working group was encouraged to continue with this endeavor. The working group then revised and produced a final working document for distribution in February 2015. Goals or Next Steps: To distribute the paper to Career Counsellors and in Nova Scotia To distribute the paper to employers, professional associations such as the NSCDA, the Career Counselling Chapter of CCPA, NSCCT, etc. To promote and engage in an on-going discussion with a wide range of stakeholders about career development and career counselling

11 Appendix B Definitions Taken from the Canadian Standards & Guidelines for (S&G s) 2003 (Snapshot Document) In this initiative, Career Development Practitioner refers to those who spend most of their time giving direct services to clients in the areas of: Self-exploration and personal management Learning and work exploration Career building with individuals, groups, and communities These practitioners include, but are not limited to career advisors, career coaches ***, job marketers, teachers, community trainers, psychologists, educational planners, and social workers. Career Development is an umbrella term that may include the following (and more): Career education Employment counselling Human resource development Training in employment skills Training in personal, but job-related areas, such as job-search, interviewing, selfexploration, time management and anger management, entrepreneurship Community rehabilitation Career coaching *** Career development is provided in a variety of settings. These settings include schools, postsecondary institutions, private vocational colleges, community-based agencies, private practitioners, federal and provincial government departments, organizations such as Workers' Compensation, private agencies, human resources departments in larger businesses, and joint labour-business partnerships. *** Addition made by the working group

12 The following specific definitions are taken from the S&G s Revised 2012 Glossary http://career-dev-guidelines.org/career_dev/wp-content/uploads/2011/11/glossary-of-terms-changes-from-cd-chapter-re-counselling.pdf Career Development Career Development is the lifelong process of managing learning, work, leisure, and transitions in order to move toward a personally determined and evolving preferred future. Career Development Practitioner Career Development Practitioner is an umbrella term that refers to any direct service provider in the career development field. This includes but is not limited to: career practitioners, counsellors, career educators, career information specialists, career management consultants, work development officers, employment support workers, work experience coordinators, job developers, placement coordinators, career coaches, and vocational rehabilitation workers. Although the term counsellor has historically been used with many job titles in the field (e.g., employment counsellors, rehabilitation counsellors, career counsellors), in recent years there has been increasing recognition that a career counsellor has a specific scope of practice (see the Career Counselling Specialization). Employers are encouraged to use titles without counselling in them for all employees and service providers who are not professional counsellors/therapists. Career Counselling Career Counselling refers to an individual or group process which emphasizes self-awareness and understanding, and facilitates people to develop a satisfying and meaningful life/work direction. Career counselling is used to guide learning, work and transition decisions, as well as to manage responses to changing work and learning environments over the lifespan. Career Counsellors (i.e., those who provide Career Counselling services) have a unique scope of practice and specialized counselling competencies they are fully competent career development practitioners and also fully competent counsellors. Career Counsellors Career Counsellors (i.e., those who provide Career Counselling services) have a unique scope of practice and specialized counselling competencies they are fully competent career development practitioners and also fully competent counsellors.

13 Appendix C For more information, feel free to contact any member of the working group. Members of the Nova Scotia Career Counselling Working Group: Nancy Blair nblair@teamworkbridge.org; Clarence DeSchiffart Clarence.deschiffart@nscc.ca Teresa Francis teresa@priorlearning.ca Jenny Milligan jhmilligan@eastlink.ca Brian Tapper brian.tapper@cdha.nshealth.ca Juliana Wiens juliana@womensemploymentoutreach.org